By David Burkus
Strengths-Based Leadership Theory (also known as Strengths-Based Organizational Management or SBOM) is a method of maximizing the efficiency, productivity, and success of an organization by focusing on and continuously developing the strengths of organizational resources, such as computer systems, tools, and people.
At the core of strengths-based leadership is the underlying belief that people have several times more potential for growth, building on their strengths rather than fixing their weaknesses. Strength is defined as the ability to exhibit near-perfect performance consistently in a given activity.
According to research, strength-based leadership has a dynamic impact on employee productivity and engagement, which are crucial to organizational growth and success.
This leadership theory encourages leaders to focus on employee potential rather than barriers and shortfalls. This way, the organization can grow by basing the steps on strengths.
How Strength-Based Organizations Work
Strengths-based organizations don’t ignore weaknesses but rather focus on building talents and minimizing the negative effects of weaknesses. Strengths-based leaders are always investing in their strengths and the strengths of individuals on their team. Rath and Conchie put forth three tenants of Strengths-based leadership:
- Effective leaders invest in their followers’ strengths
- Effective leaders build well-rounded teams out of followers who are not
- Effective leaders understand the needs of followers
Strengths-based leadership theory is supported by over 30 years of research from the Gallup Organization and others. In addition, its core beliefs overlap a variety of other developing theories in personal and organizational psychology, including positive psychology and appreciative inquiry. However, many have criticized the fundamental assessment tool of the Gallup Organization, StrengthsFinder 2.0, as unreliable.
Recent research has found that when leading teams, strengths-based leadership causes individual team member efficacy to increase but collective team efficacy to decrease, suggesting that it is not an optimal method for leading teams where cohesion is necessary.
Importance of Strength-Based Leadership
The work environment is rarely, ever stagnant. It’s constantly evolving and getting more competitive, not to mention stressful. There’s a lot that’s uncertain, raising doubts in employees’ minds about their future.
Strength-based leadership creates a safe culture for employees to thrive, grow, and work in a competent place.
When leaders understand the importance of building strong relationships and motivating and engaging their employees or teams, they create a culture that fosters growth and relationships.
The role of a leader is much more than managing the team. They have to keep them engaged, build strong relationships with one another, and inspire them. However, the one thing team leaders need to prioritize is developing the team’s core strengths.
Strengths vs. Competencies
Contrary to popular belief, strength is not just the skills or operational abilities of employees. Strengths include experience, skills, thoughts, and personal development that come from thinking, influencing, relationship building, and many other factors.
Our strengths and weaknesses are more important than our skills or competencies.
In the leadership approach, the leaders identify each team member’s competencies, strengths, and weaknesses. This way, they can guide them towards the work in which they are competent.
If the team leaders do not give due importance to competency and strengths, the team members will get bored and ultimately lose interest in their work.
Wrap Up
The strength-based workplace has several benefits for both team members and the organization. It increases engagement and employee productivity and leads to confidence and a cohesive team that trusts each other and works together to achieve common goals.
Strengths-based leadership is an ongoing approach that is applied on individual as well as team levels.
Remember, as a leader, you must take the time to understand what the team member is. You need to cultivate a culture of care and stay interested in the likes and passions of your team members.
